Our Jewish Federation is deeply committed to proactively providing and safeguarding a work
environment that promotes your personal and professional ability to thrive without fear of
discrimination or harassment. We take, clarify and update these policies in our role as a corporate entity
that adheres to the letter and to the spirit of the law, as a public benefit organization that promotes the
welfare of our larger community and reflects the same commitment internally, and no less equally as
your Jewish community. Long before contemporary lawmakers codified discrimination and harassment
as illegal, Jewish communal leadership recognized and denounced such behavior.

As we CARE for others, BUILD for others, and SAVE others, we also commit to caring for our own
spiritual and personal well-being, building interdependent relationships of respect, and safeguarding our
Jewish and civic values to create a vibrant Greater MetroWest.

This policy reflects Federation’s commitment to provide a professional work environment that is free of
all forms of discrimination and harassment. The policy applies to all of Federation’s employees, job
applicants, interns and work environments, whether in a Federation facility or in a Federation-related
setting, including social events. This policy also applies to all vendors, volunteers, guests, lay leaders,
board members, contractors, customers, agents and suppliers who do business with or visit Federation,
its employees and facilities. The CEO, along with the Vice President, Human Resources, will jointly
monitor compliance with this policy.

We prohibit discrimination, sexual harassment and workplace harassment based upon an individual’s
race, color, religion, creed, national origin, ancestry, age, sex, gender (including gender identity or
expression), sexual orientation or preference, marital status, civil union and domestic partnership status,
veteran status, disability, alienage/citizenship status, domestic violence victim status, arrest record,
conviction record, genetic information and predisposing genetic characteristic, and membership in any
other legally protected classification (collectively, “protected status”). For purposes of this policy,
“harassment” is unwelcome physical, verbal, electronic or visual conduct that denigrates or shows
hostility or aversion towards an individual because of his or her sex or other protected status where: (i)
an employee’s submission to such conduct is made explicitly or implicitly a term or condition of
employment; (ii) an employee’s submission to or rejection of such conduct is used as the basis for
employment decisions; or (iii) the conduct creates a hostile or offensive work environment and
unreasonably interferes with the employee’s work performance. The prohibition against sexual and
other forms of workplace harassment applies equally to male and female employees and includes
harassment where the harasser and the victim are the same protected status or any other protected
status.

Prohibited Conduct

Examples of conduct that would violate this policy include, but are not limited to:

• requests for sexual favors, where the requests are linked explicitly or implicitly to threats or
  promises regarding employment with Federation, promotional opportunities, salary level,
  bonuses, work assignments, transfers, evaluations, or any other term or condition of
  employment;
• unwelcome sexual advances or propositions, leering, whistling, or suggestive or obscene
  comments or gestures;
• unwelcome sexual contact, such as inappropriate touching, kissing, or any offensive or abusive
  physical contact;
• unwelcome jokes, innuendos, epithets or slurs or other unwelcome remarks with sexual content
  or content based on an individual’s race, ethnicity or other protected characteristic;
• verbal abuse of a sexual nature or based on any other protected status and sexually graphic
  verbal comments;
• unwelcome commentary about an individual’s body, whether intended to be complimentary,
  sexual prowess or sexual deficiency;
• the display of objects or pictures of a derogatory or degrading nature; and
• computer or voicemail transmissions containing sexual content or jokes or derogatory
  statements regarding a protected status.

You are expected to ensure that unlawful harassment does not occur. All managers and supervisors are
responsible for enforcing compliance with this policy. If a manager or supervisor either observes
conduct that appears to violate this policy or receives a complaint of conduct that would violate this
policy, then he or she must immediately report the incident to the Vice President, Human Resources so
that an appropriate investigation can commence.

Complaint Procedure

Early reporting and intervention have proven to be the most effective methods of resolving actual or
perceived incidents of harassment. Therefore, while no fixed reporting period has been established,
Federation strongly urges the prompt reporting of complaints or concerns so that rapid and constructive
action can be taken. Any employee or individual covered by this policy who believes he/she has been
subject to harassment or discrimination should and is encouraged to bring the matter to the attention of
his or her immediate supervisor and/or the Vice President, Human Resources immediately. If a
complaint concerns a Board member, it should be reported to the Chair of the Board Governance
Committee, or President of Federation, or CEO.

Upon receiving a complaint, a prompt investigation of the alleged incident will be conducted, and
appropriate corrective action will be taken if warranted. All complaints and investigations will remain
confidential to the extent possible. A signed copy of the Unlawful Workplace Harassment and Discrimination Policy will be in each employee’s personnel file and a copy will be conspicuously posted
in each workplace.

Federation prohibits retaliation of any kind against any employee for reporting harassment, assisting in
making a harassment complaint or cooperating with a harassment investigation. Any employee who
believes that he or she has been retaliated against should immediately report this conduct to any one of
the following individuals: their supervisor, or if the individual does not feel comfortable reporting to
their supervisor, to a different supervisor or manager, or to the Vice President, Human Resources.

If Federation’s investigation of a discrimination, harassment or retaliation complaint concludes that this
policy has been violated, then appropriate action will be taken, which may include for example, barring
the individual from participating in a Federation event. It could include training, referral to counseling,
monitoring of the offender and/or disciplinary action such as warning, reprimand, withholding of a
promotion or pay increase, reduction of rate of pay, demotion, reassignment, temporary suspension
without pay, or termination from employment. If an employee making a complaint does not agree with
its resolution, the employee may appeal to Federation’s CEO. In addition, individuals who are found to
engage in harassment or retaliation may be subject to personal liability in any legal action against him or her.