Employee Section

Policies - Please read and sign acknowledgement of the policy.

Workplace Harassment Policy

Obsidian Institute of Integrative Medicine
Workplace Harassment Policy
Effective Date: 1/1/2025
Approved By: Executive Leadership Team

1. Purpose

The purpose of this policy is to promote a safe, respectful, and inclusive workplace free from harassment, discrimination, and retaliation. The Obsidian Institute of Integrative Medicine (“Obsidian Institute”) is committed to maintaining a healthy work environment that upholds the dignity and well-being of all employees, contractors, students, clients, and visitors.

2. Scope

This policy applies to:

All employees, interns, fellows, and contractors of Obsidian Institute.
All job applicants and interviewees.
Volunteers, clients, and participants in any Institute-sponsored activities.
All work-related settings, including offices, virtual workspaces, offsite retreats, conferences, and online communications.

3. Definitions

Harassment is unwelcome conduct based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability, genetic information, or any other characteristic protected under federal, state, or local law.

Sexual Harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

Submission is a condition of employment.
Submission or rejection is used as the basis for employment decisions.
The conduct interferes with work performance or creates a hostile environment.

Examples of Prohibited Conduct include but are not limited to:

Derogatory jokes or slurs.
Unwanted touching or physical contact.
Inappropriate emails, texts, or social media messages.
Display of offensive materials.
Mocking someone’s accent, disability, appearance, or gender expression.

4. Reporting Procedures

All reports of harassment will be taken seriously and treated with sensitivity and confidentiality to the extent possible.

a. How to Report:

Report directly to the Human Resources Representative at [Insert HR Contact Info].
If HR is not available, report to a supervisor, director, or the Executive Director - Harlette Washington, Sr.
Reports may be made verbally or in writing.

b. Anonymous Reporting:

Anonymous complaints may be submitted via THIS LINK. While anonymity may limit the scope of the investigation, all efforts will be made to assess and respond appropriately.

5. Investigation Process

Upon receiving a complaint, Obsidian Institute will:

Acknowledge receipt within 5 business days.
Conduct a prompt, thorough, and impartial investigation.
Take immediate corrective action if harassment is substantiated.

All parties will be informed of the outcome, and appropriate documentation will be retained securely.

6. Retaliation is Prohibited

No one who reports harassment or participates in an investigation will be subject to retaliation. Retaliation includes termination, demotion, exclusion, or any other adverse action. Anyone found retaliating will face disciplinary action, up to and including termination.

7. Disciplinary Action

Individuals who violate this policy are subject to corrective action, which may include:

Verbal or written warnings
Suspension
Mandatory training
Termination of employment or contract

8. Training and Awareness

All staff will receive harassment prevention training upon hire and annually thereafter. Managers and leadership will receive enhanced training on addressing and documenting complaints.

9. Policy Review

This policy will be reviewed annually and updated as needed to reflect legal changes or organizational growth.

10. Acknowledgment

All staff must sign an acknowledgment form confirming they have read, understood, and agreed to comply with this policy. Please acknowledge by CLICKING HERE!

Diversity, Equity, and Inclusion (DEI) Policy

Obsidian Institute of Integrative Medicine
DEI Policy
Effective Date: 1/1/2025
Approved By: Executive Leadership Team

Purpose

At the Obsidian Institute of Integrative Medicine, we recognize that diversity, equity, and inclusion are fundamental to our mission of providing exceptional continuing education for licensed therapists. By fostering an environment that values and respects the unique backgrounds, perspectives, and experiences of all individuals, we aim to create a supportive and enriching learning community that reflects the diverse populations we serve.

Commitment to Diversity

We are committed to:

Representation: Actively promoting diversity in our faculty, staff, and student body to reflect the communities of Illinois and Indiana.
Content: Developing course materials that are inclusive of diverse cultural, racial, gender, and ability perspectives to ensure relevance and accessibility for all learners.
Outreach: Engaging in outreach efforts to reach underrepresented groups and ensure access to our programs.

Commitment to Equity

We strive to:

Accessibility: Provide equitable opportunities for participation in all programs, whether online, hybrid, or in-person, including accommodations for individuals with disabilities.
Support: Offer financial assistance, scholarships, and other resources to reduce barriers to education for underrepresented communities.
Fair Practices: Regularly review and address institutional policies to ensure fair treatment and opportunities for all students, faculty, and staff.

Commitment to Inclusion

We believe in:

Respectful Engagement: Cultivating a culture of mutual respect where all voices are heard and valued.
Inclusive Learning Environment: Ensuring that all students feel welcome and supported in our programs, regardless of their background or identity.
Feedback and Growth: Actively seeking feedback to improve our inclusivity efforts and respond to the evolving needs of our community.

Implementation and Accountability

The Obsidian Institute of Integrative Medicine will:

Conduct regular training and workshops on DEI topics for faculty, staff, and students.
Establish a DEI committee to oversee initiatives, measure progress, and provide guidance on policy updates.
Monitor and evaluate program outcomes to identify disparities and take corrective action where needed.
Provide transparent reporting on DEI efforts and outcomes to stakeholders.

Reporting and Resolution
We encourage all community members to report any incidents of discrimination, bias, or exclusion. Reports can be submitted confidentially to our designated DEI officer or through our online reporting system. All reports will be investigated promptly, and appropriate actions will be taken to resolve concerns and prevent recurrence.

Continuous Improvement
We recognize that achieving true diversity, equity, and inclusion is an ongoing process. Through sustained commitment, continuous learning, and open dialogue, we aim to create an organization that exemplifies these values and inspires others to do the same.

Approval and Review
This DEI Policy will be reviewed annually by the DEI committee and updated as needed to reflect our growth, learning, and changing societal needs.

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