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FAIR HOUSING

In accordance with local, state, and federal laws, Bloomington Cooperative Living prohibits discrimination in housing on the basis of sex, race, religion, color, national origin, ancestry, disability, sexual orientation, gender identity, veteran status, housing status or familial status. If you feel you have been discriminated against in housing on the basis of any of these protected categories, or if you have questions about your rights and responsibilities under fair housing laws, please contact the Bloomington Human Rights Commission at:

You typically have 180 days from the date of the alleged discrimination to file a formal complaint, but the earlier you file, the better.

 

Bloomington also protects your right to rent an apartment or house that complies with the Bloomington Housing Code. If you have questions about your rights under the Code, or if you want to file a complaint about the condition of your rental space:

For additional Fair Housing information from the federal government:

AFFIRMATIVE ACTION PLAN AND HARASSMENT POLICY

Bloomington Cooperative Living, Inc. declares its policy to provide equal opportunity in employment and volunteerism (hereafter referred to as employment), training and advancement, and to administer its employment practices without regard to race, color, religion, sex, national origin, ancestry, disability, sexual orientation, gender identity, veteran status, or housing status. Our policy of nondiscrimination will prevail throughout every aspect of our employment practices, including recruitment, hiring, training and all other terms and conditions of employment. We shall implement this affirmative action plan to make it widely known that equal employment opportunities are available on the basis of individual merit. We shall survey and analyze our employment workforce annually to determine what steps, if any, are needed to conform effectively to this equal employment policy.

PUBLICATION OF POLICY

Our employees will be made aware of our commitment to affirmative action through the following procedures:

 

  • Posting notices in employment contracts

  • Including our policy statement and plan in our personnel manual


We will make potential employees aware of our policy through the following procedures:

 

  • Including the words "Equal Opportunity Employer" in all of our advertisements and notices for job openings,

  • Notifying employment agencies about our commitment, and

  • Sending notice of our policy to unions

Our affirmative action plan will be implemented by widening our recruitment sources. We shall advertise in newspapers and other media that reach people in protected classes. We shall send job notices to schools with large percentages of students in the protected classes and to local groups that serve these classes. 

 

We shall examine our hiring practices periodically to insure that we consider only job-related qualifications in filling  our  positions.  We  shall  discard  irrelevant  educational  requirements  and  unnecessary  physical requirements. We shall ask only job-related questions on our employment applications. 

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We shall keep affirmative action information on each applicant who voluntarily provides this information, but separate from his or her application. We shall keep records on our hiring decisions to evaluate the success of our  affirmative  action  measures.  We  shall  decide  placement,  duties,  benefits,  wages,  training  prospects, promotions, layoffs and terminations without regard to race, sex, religion, color, national origin, ancestry, disability, sexual orientation, gender identity, veteran status or housing status.

IMPLEMENTING OUR POLICY

If an employee or applicant feels she or he has been discriminated against on the basis of race, sex, religion, color, national origin, ancestry, disability, sexual orientation, gender identity, veteran status or housing status, she or he may bring the complaint to her or his immediate supervisor. If the complaint is not resolved readily at that level, she or he may submit it to the current Board Secretary who will make a final decision on its validity. This grievance process does not preclude him or her from complaining to local, state or federal civil rights agencies. We will not retaliate against an employee or applicant for voicing a grievance or for filing a complaint with the appropriate agency.


Our current workforce breakdown is not applicable as we are a volunteer-run, member-owed cooperative.

GRIEVANCE PROCEDURE

It is the policy of Bloomington Cooperative Living to maintain a workplace free of harassment on the basis of race, sex, color, ancestry, national origin, religion, disability, age, sexual orientation, gender identity, housing status or veteran status. Harassment, as defined herein, is strictly prohibited in the workplace, and is punishable by appropriate discipline up to and including termination.

 

Harassment means any unwelcome or offensive conduct, whether written, verbal or physical, which is

 

  • Directed at or to an employee because of his or her actual or perceived race, sex, color, ancestry, national origin, religion, disability, age, sexual orientation, gender identity, housing status or veteran status or

  • Directed toward any person concerning an individual, or a class of individuals, because of the race, sex, color, ancestry, national origin, religion, disability, age, sexual orientation, gender identity, housing status or veteran status of the individual or class of individuals. For example, racial or ethnic slurs or derogatory epithets are prohibited in the workplace, regardless of whether a member of the racial or ethnic group is present when the statement is made.


Harassment does not refer to occasional compliments or other statements of a socially acceptable nature. Harassment refers to behavior which is unwelcome and which is offensive and/or persistent enough to create, or has the potential of creating an intimidating, hostile or offensive working environment for any employee. Harassment includes unwelcome sexual advances or requests for sexual favors, unwelcome touching of a sexual nature and unwelcome and/or offensive sexual comments.

 

This policy applies to all full-time, part-time, permanent and temporary employees, including supervisors and department heads, as well as to volunteers.
It is a violation of this policy to use an individualΝ›s submission to or rejection of harassing conduct as the basis for any employment decision affecting the individual.
An employee who believes she, he or they have been subjected to harassment as defined in this policy shall promptly report the harassment to her, his or their supervisor and/or the director of human resources or designee. Bloomington Cooperative Living will make reasonable efforts to insure that a BCL Board Member of each sex is available to receive such complaints. The Board of Directors shall conduct a thorough and prompt investigation and, if appropriate, take disciplinary action against any offender, including but not limited to discharge. Staff will keep the complaint as confidential as reasonably possible. No one will be retaliated against for filing a harassment complaint.

All supervisory personnel who observe or otherwise learn of or have reason to suspect any conduct which may violate this policy shall promptly report such facts to the director of human resources or designee, and shall cooperate fully in any investigation or disciplinary action undertaken pursuant to this policy. Failure to comply with this section shall be grounds for appropriate disciplinary action, up to and including termination.
Bloomington Cooperative Living will provide training to members and the Board of Directors on the subject of harassment in the workplace. We will include information about this policy in our orientation and in our personnel policy. A copy of this policy will be posted on a prominent bulletin board. We take this matter seriously and will do all that is reasonably necessary to maintain a harassment-free workplace for our employees

POLICY PROHIBITING HARASSMENT IN THE WORKPLACE

Diversity refers to the extent a group reflects individuals from different identifiable backgrounds.

 

Inclusiveness embraces the perspectives and contributions of each individual including their diversity. In the process of becoming more inclusive, organizations are inspired to develop increased awareness and sensitivity to the richness of the multiple identities and unique gifts brought by each individual. Inclusive nature is cultivated through curiosity, sensitivity and developing expanded awareness beyond one’s self. As one engages in relationships from this place of new awareness, accessing courage and initiative to challenge assumptions can lead to communicating in new ways and can build new bridges of communication.

DIVERSITY

Diversity and inclusiveness work together. While BCL believes our organization functions best by reflecting those who are being served, we maintain a long-term commitment to honor, respect, and value the uniqueness of each individual involved in our mission and to seek feedback from all as we continue to grow in our work together.

 

BCL is committed in all areas to providing an environment that is free from harassment. Harassment based upon an individual's real or perceived race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, military status, or any other legally protected characteristics will not be tolerated. All employees, volunteers, associates, and tenants are expected and required to abide by this policy. No person will be adversely affected as a result of bringing complaints of unlawful harassment.

INCLUSION
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