In an effort to provide equal employment and advancement opportunities to all individuals, employment decisions at the Gabby Krause Foundation will be based on relevant factors like job performance, experience, qualifications, and abilities. The Gabby Krause Foundation does not discriminate in employment opportunities or practices on the basis of race, color, national origin, religion, sex, age, disability, or any other status protected by federal, state, or local law.

Consistent with federal and state law, the Gabby Krause Foundation will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship to the organization. As required by federal and state law, we will also reasonably accommodate an employee’s religious beliefs unless doing so would result in an undue hardship. The Gabby Krause Foundation prohibits harassment of any individual on the basis of any status listed above. For information regarding the organization’s policies for addressing complaints of harassment, please refer to our Anti-Harassment policy. Please also review our policies on Reasonable Accommodation if you need accommodations for a disability or for your religious beliefs.

This EEO policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination or harassment in the workplace are required to bring these issues to the attention of the Executive Director, the Board President, or their designee. Employees can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion, or discrimination for (1) filing a complaint with the organization or with federal, state, or local agencies, (2) assisting or participating in any investigation, hearing, or any other activity related to the administration of any federal, state, or local EEO law, (3) opposing any act of practice made unlawful by federal, state, or local law requiring equal employment opportunity, or (4) exercising any other employment right protected by federal, state, or local law or their implementing regulations. Any concerns about retaliation must be promptly reported to the Executive Director, Board President, or their designee.