Ranch Policies

Grievances / Appeals: The Ranch feels that all employees have the right to express their grievances or submit an appeal without fear of coercion, discrimination or reprisal. Any employee has the right to appeal to the Executive Director any suspension, dismissal, demotion, reduction in pay, layoff, or transfer. Grievances should move up the chain of command in a constructive and business-like manner. The channels of communication at the Ranch are: your immediate Supervisor, Executive Director, and the Board of Trustees. Always follow this chain of command with all Ranch business.

EEO (Equal Employment Opportunity): It is the policy of the Ranch to provide equal employment opportunity for all applicants and employees. The Ranch does not unlawfully discriminate on the basis of race, color, creed, sex, national origin, age, disability, veteran status, or marital status. The Ranch also makes reasonable accommodations for disabled employees. Finally, the Ranch prohibits the harassment of any individual on any of the bases listed above. This policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfer, and recreational programs. It is the responsibility of every employee to conscientiously follow this policy.

Open-Door: The purpose of the Open Door guideline is to implement the philosophy of the Ranch that employees should be encouraged to raise their work-related concerns informally with their immediate supervisors or with any other supervisor of their choice. The Ranch will attempt to keep all such expressions of concern, their investigation, and the terms of their resolution confidential, recognizing, however, that in the course of investigating and resolving the concerns some dissemination of information to others may be appropriate. You are encouraged to raise work-related concerns with your immediate supervisor as soon as possible after the event that causes the concerns. Alternatively, if you believe that your immediate supervisor is not the appropriate person with whom to raise the concern, you may raise it with the Executive Director. It may not always be possible to achieve the result you want, but if not, we will attempt in each case to explain why. We believe that employee concerns are best addressed through informal and open communication. No employee will be disciplined or otherwise penalized for raising a good-faith concern.

Harassment / Sexual Harassment: The Ranch is committed to providing a workplace free of sexual harassment as well as harassment based upon such factors as race, color, national origin, ancestry, age, marital status, disability or handicap, or veteran status. The Ranch strongly disapproves and will not tolerate harassment of employees by managers, supervisors, or co-workers. We will also attempt to protect employees from harassment by nonemployees in the workplace. Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with work performance. Some examples include racial slurs; ethnic jokes; posting of offensive statements, posters, or cartoons; or other similar conduct. Sexual harassment includes solicitation of sexual favors, unwelcomed sexual advances, or other verbal, visual, or physical conduct of a sexual nature. You should report any incident of harassment immediately, including work-related harassment by any Ranch personnel or any other person, promptly to your manager and/or to the Executive Director. Managers who receive complaints or who observe harassing conduct will inform the Executive Director. All verbal reports are to be followed with written documentation from the employee outlining the specific conduct. Every complaint of harassment that is reported will be investigated, and the Ranch will not retaliate against any employee for making a good-faith complaint to the Executive Director or a manager. In the event of harassment by Ranch employees, the Ranch will take appropriate action ranging from verbal or written warnings up to and including immediate termination, depending upon the circumstances. With respect to acts of harassment by third parties, corrective action will be taken after consultation with appropriate management personnel.