LoginsThe Barry Goldwater Scholarship Foundation does not permit harassing conduct, sexual or non-sexual, by anyone in the workplace. The Goldwater Foundation maintains a work environment free from any unwelcome written, verbal, or physical conduct that is so objectively offensive that it alters the terms or conditions of employment or creates a hostile work environment. Such conduct rises to the level of harassment when the conduct can reasonably be considered to adversely affect the work environment or employment decisions affecting the employee are based upon the employee’s acceptance or rejection of such conduct.
Each Goldwater Foundation employee should act professionally and refrain from harassing conduct in their interactions with one another and with the public. Any employee who believes they have been the victim of harassment, sexual harassment, or sexual misconduct should promptly bring the matter to the attention of a management official, a Human Resources official, or an Equal Employment Opportunity (EEO) official. Any manager or supervisor who learns of an allegation of sexual harassment or sexual misconduct, must promptly report the allegation to Human Resources or EEO staff. Employees found in violation of this policy are subject to a variety of corrective actions in accordance with Chapter 75 of the Civil Service Reform Act, up to and including removal.
Any employee who wishes to initiate an EEO complaint arising out of an alleged incident of harassment, including sexual harassment and sexual misconduct, must contact an EEO official within 45 calendar days of the date of the incident. Employees should not wait until an internal inquiry is completed to contact an EEO official if waiting will result in the 45-day time limit expiring. Reports should be made to the President of the Foundation or the Administrative Officer.
Any employee who believes that they have been the victim of harassment may opt to participate in Alternative Dispute Resolution (ADR) and may seek assistance through the EEO program or alternative avenues of redress available in the employee’s work area. Participation in ADR is strictly voluntary. If ADR is offered and accepted by the aggrieved person/complainant, it is mandatory for management to participate in ADR unless the Associate Administrator for Civil Rights determines ADR would be inappropriate.
If you are seeking employment with the Barry Goldwater Scholarship Foundation or with another branch of government, you may find additional information from the Office of Personnel Management (opens in a new tab) or the Department of Labor (opens in a new tab).