1. Anti-Discrimination Statement

A Place for Parkinson’s Foundation (the “Foundation”) is an equal opportunity employer. We will not discriminate and will not permit any employee, supervisor, volunteer, or agent of the Foundation to discriminate in any employment-related decision, including hiring, termination, promotion, compensation, or disciplinary action. All employment decisions will be made without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other status protected by law. We are committed to providing a work environment free of discriminatio

2. Anti-Harassment Statement

The Foundation is committed to maintaining a workplace free of harassment. Harassment based on an individual’s protected status, including race, religion, sex, sexual orientation, gender identity, national origin, age, or disability, is strictly prohibited and will result in disciplinary action, up to and including termination. This policy applies to all employees, managers, volunteers, vendors, and other visitors to our workplace.

Harassment Defined: Harassment is unwelcome conduct based on a protected characteristic. Conduct becomes unlawful harassment when enduring it becomes a condition of employment, or when the conduct is severe or pervasive enough to create a hostile work environment that a reasonable person would consider intimidating, hostile, or abusive. Harassing behavior can be verbal (e.g., slurs, offensive jokes), visual (e.g., offensive images), or physical (e.g., unwanted touching).

Sexual Harassment Defined: Sexual harassment is a form of sex discrimination and is strictly prohibited. It includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This policy prohibits two forms of sexual harassment:

• Quid Pro Quo Harassment: This occurs when an employment decision is based on an employee’s submission to or rejection of unwelcome sexual conduct.

• Hostile Work Environment Harassment: This occurs when unwelcome sexual conduct is so severe or pervasive that it unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.

Examples of prohibited conduct include unwanted physical contact, offensive sexual jokes or comments, and displaying sexually suggestive images. This policy applies to all individuals regardless of gender.

3. Reporting Procedure
Foundation employees, volunteers or agents who believe they have been victims of or have witnessed harassment or discrimination (an “Incident”) should report it immediately. The Incident may be reported to a direct supervisor, or another trusted manager, volunteer or agent. All reports will be investigated promptly and will be kept as confidential as possible. Reporting an issue with the Foundation does not limit a person’s right to file a formal charge with the Equal Employment Opportunity Commission (“EEOC”) or a relevant state agency.”

4. Non-Retaliation Guarantee

The Foundation strictly prohibits retaliation against any employee, volunteer or agent who, in good faith, reports discrimination or harassment or who participates in an investigation of such a report. Any employee, volunteer or agent found to have retaliated against another for reporting an issue or participating in an investigation will be subject to disciplinary action, up to and including termination of their relationship with the Foundation.

5. The Investigation and Disciplinary Process

Upon receiving a complaint, the Foundation will conduct a prompt, thorough, and impartial investigation. If the investigation confirms that harassment or discrimination has occurred, the Foundation will take immediate and appropriate corrective and disciplinary action. Any employee, volunteer or agent found to have engaged in improper or unlawful behavior will be subject to discipline, up to and including termination of their relationship with the Foundation.

Effective Date: October 5, 2026