The Period Pantry.

1. Purpose

The Period Pantry (“Organization”) is committed to providing equal employment opportunity to all qualified individuals. The Organization is an equal opportunity employer and makes employment decisions based on qualifications, performance, organizational needs, and other legitimate business considerations, without discrimination based on any protected characteristic identified in this policy.

This policy is intended to comply with applicable federal, state, and local requirements, including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Genetic Information Nondiscrimination Act (GINA), and applicable Maryland laws, including the Maryland Fair Employment Practices Act and other laws that prohibit discrimination, harassment, and retaliation in employment. Where a law provides greater protection than this policy, the Organization will follow the law.

2. Equal Employment Opportunity Commitment

The Period Pantry provides equal employment opportunity in all aspects of the employment relationship. The Organization will not discriminate against an employee or applicant because of a protected characteristic, and will evaluate individuals based on their qualifications, skills, experience, conduct, and ability to perform the essential functions of a role, with or without reasonable accommodation. This commitment applies to every employment practice, including:

• Recruitment and outreach: The Organization will seek qualified candidates through inclusive and accessible recruitment and outreach practices.
• Job advertising and application procedures: Job opportunities, requirements, and application procedures will be communicated accurately and will be made available in a manner that does not unlawfully exclude qualified individuals.
• Interviewing and selection: Interviews and selection decisions will be based on job-related qualifications and legitimate selection criteria.
• Hiring and onboarding: Offers, hiring decisions, orientation, and onboarding will be administered consistently and without unlawful discrimination.
• Compensation and benefits: Pay, benefits, and other rewards will be administered in accordance with applicable law and based on legitimate, job-related factors.
• Work assignments and scheduling: Assignments, schedules, hours, and opportunities to work will be determined by organizational and program needs and by legitimate job-related considerations.
• Training and professional development: Employees will have equitable access to training, mentoring, and professional development opportunities.
• Performance evaluations: Performance will be evaluated using clear, job-related expectations and documented consistently.
• Promotions and transfers: Promotion and transfer decisions will be based on qualifications, performance, and organizational needs.
• Discipline and corrective action: Conduct and performance concerns will be addressed fairly, consistently, and in accordance with applicable law and Organization policy.
• Leave and other terms and conditions of employment: Leave, workplace benefits, and all other terms and conditions of employment will be administered without unlawful discrimination.
• Separation from employment: Decisions to end employment, whether voluntary or involuntary, will be based on legitimate, documented reasons and will not be based on a protected characteristic or on a good-faith report or participation in a review.

3. Protected Characteristics

For purposes of this policy, protected characteristics include, but are not limited to:

• Race;
• Color;
• Religion, creed, or religious practice;
• National origin or ancestry;
• Sex;
• Pregnancy, childbirth, breastfeeding, or related medical conditions;
• Gender identity or expression;
• Sexual orientation;
• Age, including protection for individuals age 40 and older under applicable federal law;
• Physical or mental disability;
• Genetic information, including family medical history;
• Marital status;
• Military or veteran status;
• Hair texture or protective hairstyle associated with race;
• Citizenship or immigration status, to the extent protected by law; and
• Any other status or characteristic protected by federal, Maryland, or applicable local law.

The Organization also prohibits discrimination or harassment because an individual is perceived to have a protected characteristic or is associated with a person who has, or is perceived to have, a protected characteristic.

4. Scope

This policy applies to all employees and applicants for employment, as well as all supervisors, managers, officers, and directors of The Period Pantry. It also applies, as appropriate to the relationship and to the extent permitted by law, to volunteers, interns, student ambassadors, contractors, and consultants when they participate in Organization activities or interact with employees, applicants, program participants, or community partners.

This policy applies in every work-related setting, including Organization offices, school-based activities, Period Pantry sites, community events, meetings, trainings, fundraisers, travel, electronic communications, and remote or virtual work. Conduct outside a traditional workplace may violate this policy when it has a work-related impact or affects the Organization’s programs, people, or working environment.

5. Harassment and Discrimination

The Period Pantry prohibits discrimination, harassment, and other conduct that violates this policy. Harassment is unwelcome verbal, physical, visual, or electronic conduct based on a protected characteristic when the conduct creates an intimidating, hostile, abusive, or offensive environment, unreasonably interferes with work or participation, or improperly affects an employment decision. A single incident may violate this policy when it is sufficiently serious, and repeated conduct may violate this policy even when each incident, considered alone, appears less serious.

Prohibited conduct includes, but is not limited to:

• Slurs, insults, threats, or derogatory comments;
• Stereotyping or degrading jokes;
• Displaying or distributing offensive materials;
• Excluding or treating an individual differently because of a protected characteristic;
• Unwelcome sexual comments, advances, requests, or contact;
• Misgendering or intentionally refusing to use an individual’s stated name or pronouns;
• Derogatory comments about race, religion, disability, age, national origin, sexual orientation, gender identity, or other protected characteristics; and
• Any conduct that creates an intimidating, hostile, abusive, or offensive environment or improperly affects an employment decision.

Everyone covered by this policy is expected to contribute to a respectful workplace and to raise concerns promptly. The Organization will review concerns fairly and will take appropriate action when a violation is substantiated.

6. Reasonable Accommodations

The Period Pantry will provide reasonable accommodations to qualified applicants and employees with disabilities, and to individuals who need an accommodation for pregnancy, childbirth, breastfeeding, a related medical condition, or a sincerely held religious belief or practice, when required by applicable law. An accommodation may be requested at any time during the application process or employment. The Organization will engage in a timely, good-faith interactive process to understand the individual’s limitations or needs, identify effective accommodations, and determine whether an accommodation would create an undue hardship as defined by law. Medical and other information related to an accommodation request will be handled confidentially and shared only as permitted or required by law.

Requests for reasonable accommodation should be directed to:

An individual who is unable to contact the designated person may contact a supervisor, manager, the Executive Director or designee, or the Board of Directors or an authorized officer.

7. Reporting Concerns

Any employee, applicant, volunteer, intern, student ambassador, contractor, consultant, or other person covered by this policy who believes that discrimination, harassment, retaliation, or another violation of this policy has occurred should report the concern as soon as possible. A person does not need to be certain that conduct is unlawful or have proof before making a good-faith report. Reports may be made verbally or in writing through any of the following channels:

• To the individual’s supervisor or manager;
• To the Executive Director or designee;
• To the designated contact listed below; or
• To the Board of Directors or an authorized officer when the concern involves the Executive Director, a director, an officer, or another person to whom reporting would be inappropriate.

When possible, a report should include:

• The date, time, and location of the conduct;
• The name and role of each person involved or present;
• A description of what occurred, including relevant words or actions;
• The names of witnesses and any documents, messages, photographs, or other information that may help with the review; and
• Any steps already taken and the outcome or effect of the conduct.

The Organization will acknowledge and review reports promptly, as appropriate to the circumstances. Reviews will be conducted as impartially and confidentially as practicable, although confidentiality cannot be guaranteed. Individuals are expected to cooperate honestly in reviews and to preserve relevant information.

8. No Retaliation

The Period Pantry strictly prohibits retaliation against any person who, in good faith, reports a concern, requests a reasonable accommodation, opposes conduct believed to violate this policy or applicable law, participates in an investigation or review, provides information, or exercises a legal right. Retaliation is prohibited even when a review does not substantiate the original concern.

Retaliation may include termination, demotion, reduction in hours, undesirable reassignment or scheduling, exclusion, threats, intimidation, harassment, denial of a benefit or opportunity, negative treatment, or any other action that could discourage a reasonable person from making a report or participating in a review. A concern about retaliation should be reported through any of the channels in Section 7.

Knowingly making a false accusation or knowingly providing false information is not protected by this policy and may result in corrective action. A report made in good faith is protected even when the concern is not substantiated or the reporting individual is mistaken about the facts or the law.

9. Responsibilities

All individuals covered by this policy share responsibility for maintaining a workplace free from discrimination, harassment, and retaliation. Each individual is expected to:

• Treat coworkers, applicants, volunteers, interns, student ambassadors, contractors, consultants, and community members with dignity and respect;
• Follow this policy and all related Organization policies and procedures;
• Participate in required training and apply the training in daily conduct;
• Avoid conduct that could reasonably be understood as discriminatory, harassing, retaliatory, threatening, or disrespectful;
• Report concerns promptly through an available reporting channel; and
• Cooperate honestly and appropriately in any review or investigation.

Supervisors and managers have additional responsibilities. They must:

• Model respectful, inclusive, and policy-compliant behavior;
• Communicate this policy and make sure team members know how to report concerns and request accommodations;
• Take every report seriously, listen without judgment, and avoid promising a particular outcome;
• Report concerns promptly to the Executive Director or designee, designated contact, or Board of Directors or authorized officer, as appropriate, even when the reporting person asks that no action be taken;
• Protect against retaliation and monitor for signs of retaliation after a concern is raised; and
• Maintain appropriate documentation and cooperate with the review process.

10. Corrective Action

When the Organization determines that this policy or applicable law has been violated, it will take prompt and appropriate corrective action based on the facts and circumstances. Corrective action may include coaching, counseling, training, a written warning, a performance improvement plan, changes to reporting relationships or work arrangements, removal from an activity or assignment, suspension, termination of employment or engagement, or other measures designed to stop the conduct and prevent recurrence.

Corrective action may also be taken when an individual violates the no-retaliation requirement, fails to cooperate honestly, knowingly makes a false accusation, or knowingly provides false information. The Organization will apply corrective action consistently and in accordance with applicable law, the individual’s role, and the seriousness and circumstances of the conduct.

11. Policy Administration and Review

The Executive Director or designee is responsible for administering this policy, coordinating reports and reviews, maintaining appropriate records, and communicating updates. The Board of Directors or an authorized officer will provide oversight consistent with the Organization’s governance responsibilities. This policy will be reviewed at least annually and whenever there is a material change in applicable law, Organization operations, or governance. The Organization may revise this policy at any time, and the current approved version will control.

12. Governing Law

This policy will be interpreted and applied in accordance with applicable federal law, the laws of the State of Maryland, and any applicable local law. Nothing in this policy limits an individual’s right to contact or file a charge with a government agency, participate in an agency process, or exercise any other right protected by law. If any provision of this policy conflicts with applicable law, the law will control and the remaining provisions will continue in effect.

13. Acknowledgment and Approval

I acknowledge that I have received, read, and understand The Period Pantry’s Equal Employment Opportunity Policy. I understand that the policy describes the Organization’s commitment to equal employment opportunity and its prohibition of discrimination, harassment, and retaliation. I understand my responsibility to comply with this policy, to treat others respectfully, to report concerns promptly, and to cooperate honestly in any review. I understand that this acknowledgment does not create a contract of employment or alter any applicable employment relationship, and that I may ask questions or request a reasonable accommodation through the channels identified in this policy. I further understand that The Period Pantry may revise the policy as described in Section 11.