Fyooz Financial Planning, LLC [FFP] is committed to providing a safe and non-discriminatory environment for its clients, partnerships, owners, and employees. FFP seeks to provide their clients, partnerships, owners, and employees with an environment that is free from discrimination and harassment on the basis of sex, gender, marital status, pregnancy, race, color, ethnicity, national origin, immigration status, age, disability, religion, sexual orientation, gender identity or expression, military status, veteran status, disability, or other legally protected characteristic.
Equal Opportunity Employer
FFP is an "equal opportunity employer." The employer will not discriminate and will take "affirmative action" measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the basis of protected characteristics listed in the above paragraph.
FFP is committed in all areas to providing a work environment that is free from harassment. All employees, including supervisors and owners, are expected and required to abide by this policy. No person will be adversely affected in employment with the employer as a result of bringing complaints of unlawful harassment.
Sexual harassment is the behavior of a sexual nature that is unwelcome and offensive to the person or persons it is targeted toward. Examples of harassing behavior may include unwanted physical contact, foul language of an offensive sexual nature, sexual propositions, sexual jokes or remarks, obscene gestures, and displays of pornographic or sexually explicit pictures, drawings, or caricatures. Use of the employer's computer system for the purpose of viewing, displaying, or disseminating material that is sexual in nature may also constitute harassing behavior. Any employee engaging in improper harassing behavior will be subject to disciplinary action, including the possible termination of employment.
Clients, Partnerships, and Third-Party Relationships
FFP has the right to hold their clients to this standard as well as their business partners and third-party relationships. If FFP finds that their clients, partnerships, or third party relationships are discriminatory and/or acting with improper harassing behavior, FFP may terminate the engagement between them (client/partnership/third party relationship) and FFP.
Reporting Complaints of Discrimination or Harassment to FFP
If you would like to report a complaint of discrimination or harassment, please contact FFP directly by any of the methods below. We welcome your complaints as either known or anonymously.
firstname.lastname@example.org; (507) 564-2298
Fyooz Financial Planning: 221 1st Avenue SW Suite 202, Rochester, MN 55902
FFP will maintain a record of all reports of discrimination, harassment and retaliation and related evidence, documents, records, and information pertaining to the investigation and resolution of the complaints. These records will be maintained in accordance with applicable privacy policies, procedures and legal requirements.
Reporting to Law Enforcement and Government Agencies
Reporting an incident to law enforcement authorities does not preclude filing a complaint with FFP. Individuals may file reports of discrimination, harassment and/or retaliation under this Policy before, after, or simultaneously with reporting an incident to law enforcement, or if no report is made to law enforcement at all. Whether or not an incident results in a criminal investigation, prosecution or conviction, FFP will decide, pursuant to these Procedures, whether the respondent has violated the Policy and, if so, what sanctions to impose.
Ownership and Responsibility of this Policy
It is important to highlight that FFP does not have a formal personnel on staff that is trained in handling, prosecuting, and executing the Discrimination and Harassment Policy. Therefore, it is up to the owners, Dan Slagle and Natalie Slagle, to uphold themselves, their employees, their clients, and their partners to this policy.
Action Taken After Reported Complaint
Once a complaint has been brought to the attention of Dan or Natalie Slagle, a meeting will be scheduled to discuss the complaint and assign the disciplinary action needed if warranted. If subsequent meetings are needed, they will be held. If outside assistance or professional guidance is required, Natalie and/or Dan will seek outside help as needed.
Policy Changes and Amendments Will Occur
FFP is committed to creating a culture that does not allow or welcome discrimination or harassment of any kind. As FFP progresses towards this commitment, education opportunities will emerge. Therefore, this policy may change and adapt from its original publication date in order to comply with the needs of its employees, clients, partnerships, and third party relationships.